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The New EEOC Guidance

Aurico

Train managers, hiring officials, and decision makers about Title VII and it prohibition on employment discrimination. Developing a Policy Develop a narrowly tailored written policy and procedures for screening for criminal records Identify essential job requirements and the actual circumstances under which the jobs are performed (work off of existing job descriptions and essential functions of the job).

Evaluating Whether You Should Hire Candidates with Past Criminal Histories

Cisive

percent, SHRM data says that more than 7.8 This can certainly help address the talent shortage, but it’s important to understand that making the decision to hire people with criminal histories won’t eliminate the need to conduct background checks and employment screening. The Discrimination Consideration When Hiring Employees with a Criminal History. Because of the potential for discrimination, many states and cities have laws known as “Ban-the-Box” legislation.

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How Background Checks Can Land Your Business In Hot Water

Insperity

While background screenings can provide valuable insight on your applicants, it’s vital that these investigations and subsequent hiring decisions are handled with great care to comply with applicable laws and EEOC guidelines. Here’s a quick rundown of employment screening blunders you’ll want to avoid. Non-compliance of policies with anti-discrimination laws. In 2012, Pepsi Beverages agreed to pay $3.13 Social media as a screening method.

EEOC Unveils Strategic Plan for 2018-2022

Sterling Check

The Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws which apply to hiring, wages and benefits. The EEOC establishes a Strategic Enforcement Plan every four years to prioritize and set forth strategies to integrate all components of EEOC’s enforcement efforts to have a sustainable impact in advancing equal opportunity and freedom from discrimination. Impact of EEOC Guidelines on Background Screening.

when should I tell a prospective employer that I’m transgender and in the midst of transitioning?

Ask a Manager

If my employer discriminates against me on the basis of this, there are no laws protecting me against that even if I’m already an employee. In 2012, the EEOC held that discrimination against transgender people violates Title VII of the Civil Rights Act. ban discrimination based on gender identity. That doesn’t mean that companies don’t still discriminate, but I did want to let you know that there’s some intended protection in the law.

New California Laws and HR Trends for 2017 and Beyond

HR Daily Advisor

Under the Act, an employer with 25 or more employees is prohibited from discharging, discriminating, or retaliating against employees who are victims of domestic violence, sexual assault, or stalking that take time off from work to seek medical attention, obtain victim services or counseling, or to participate in safety planning. Conduct an individualized assessment of the circumstances and qualifications of the applicants or employees excluded by the conviction screen.